5CO01 Organisational Performance and Culture in Practice
- August 23, 2021
- Posted by: admin
- Category: CIPD Level 5
5CO01 Organisational Performance and Culture in Practice
About this unit
This unit focuses on exploring the relationship between the structure and general environment of organisations in business operations. It also points out the current trends and factors impacting organisations. These trends and factors can either be internal or external and include aspects such as workforce planning and digital advancements affecting the running of the business. This unit also helps learners determine how organisational culture impacts the business, employee management, and behaviour in helping the organisation transform and the firm’s performance.
What you will learn
This unit provides learners with vast knowledge of the connection between the employees and the structure of an organisation. As a result, learners can be able to assess organisational culture quickly. Studying an organisation’s culture enables learners to learn how its planning and strategies impact the performance of an organisation. As a result, the unit attempts to show that organisational performance is primarily affected by its culture. Additionally, this unit will also teach learners about the relationship between the work environment, the strategy, and the structure used by organisations. The learner will be required to analyse the external trends and factors that affect the business operations of organisations. Also, learners will learn the main issues and priorities of organisations, such as technology scale. In this unit, the student will be required to interpret the models and theories that define human and organisational behaviour and factors influencing organisational change. In addition, the student will be required to understand how to enhance an excellent organisational culture through the development of diversity and inclusion. Lastly, this unit will also enable learners to understand the relationship between employee responsibilities, their lifecycle in the firm, and how the proper management of people practice enhances organisational and individual strategies. As a result, learners will be able to determine internal methods that could help promote the welfare of customers while also enhancing the achievement of business objectives and goals.
This unit is suitable for persons who
This unit is essential for the following groups of people:
- Those who are working to be or are already in a people manager responsibility.
- Those working under a people practice responsibility and want to shape the value of organisations by contributing their skill and knowledge.
- Those who are enthusiastic about working or already working towards obtaining a career under people management in organisations.
After completing this unit, learners will be able to meet five main learning outcomes as shown below. These outcomes are further divided into a number of sub-divisions. The learning outcomes will enable them to understand:
- The relationship between the organisational working environment, strategy and structure used to run business operations (Learning outcome 1).
- The external trends and factors that impact an organisation’s business operations, as well as the issues and priorities that businesses develop over time (Learning outcome 2).
- The theories and models define human and organisational behaviour and the factors that propel firms to effect a transformation process (Learning outcome 3).
- The methods used to enhance a positive culture in an organisation through the development of inclusion and diversity (Learning outcome 4).
- The connection between the responsibilities and lifecycle of employees within a work setting and how organisational strategies are also connected to the integration of organisational goals and objectives to customers’ requirements to achieve the organisation’s goals (Learning outcome 5).
What are the entry requirements?
Currently, there are no formal requirements that candidates should possess to enrol for the unit. However, most institutions have their unique diagnostics to ensure that candidates have adequate qualifications to study for organisational performance and culture in practice (5CO01). For example, in most institutions, one needs to have a certificate showing qualifications in CIPD Level 3 foundation in People Practice, HR Practice, or an equivalent of the course. Also, some institutions require candidates to have working experience under a support role based on HR. Additionally, institutions also look to attract individuals who are either working in or are looking to work under an HR partner or advisor role.
In most cases, enrolling on the course requires candidates to have appropriate comprehension of the English language. However, institutions also follow the CIPD policy whereby learners are provided with guidance on enrolling for the program if English is not their first language. These diagnostics ensure that learners can achieve the unit’s learning outcomes after completing and comprehend the unit’s requirements and literacy.
How we can help
Our responsibility is to offer writing services for students who need their organisational performance and culture in practice (5CO01) assignments done. We have a team of experts whose primary work is to facilitate good work, reducing the burden of handling the tedious work yourself. Our team comprises well-qualified individuals who ensure that clients are provided with the best grade in their research and projects. We have got the back of learners and academicians who have a hard time comprehending the basics of the unit. We also help tutors who need to organise their work in a less complex and understandable manner for learners. When using our services, clients should expect the highest level and quality of work. Our services are error-free, unique and well presented in a way that is organised and factual. We also offer services based on the requirements of clients. Once an assignment is sent to us, our team of experienced experts will review the academic process before working on it, ensuring that the best quality of work is presented afterwards. Based on factual data and information, the assignment will be easy to read and understand, less complex, and insightful at the same time. After being completed, the work will be passed through a plagiarism test to ensure it is unique. Our main job is to ensure that every client working with us is provided with the desired academic success.
Resources used for the unit
There are various publications that are provided for learners wanting to pursue this unit. The following are a few of them that are widely used by institutions all over the world.
Armstrong, M. (2020) Armstrong’s handbook of strategic human resource management. 7th ed. London: Kogan Page.
Armstrong, M. and Taylor, S. (2020) Armstrong’s handbook of human resource management practice. 15th ed. London: Kogan Page.
Beevers, K., Hayden, D. and Rea, A. (2019) Learning and development practice in the workplace. 4th ed. London: CIPD Kogan Page. Block, P. (2011) Flawless consulting: a guide to getting your expertise used. 3rd ed. San Francisco, CA: Pfeiffer.
Boxall, P. and Purcell, J. (2015) Strategy and human resource management. 4th ed. London: Palgrave Macmillan.
Cheung-Judge, M.Y. and Holbeche, L. (2015) Organisation development: a practitioner’s guide for OD and HR. 2nd ed. London: Kogan Page. [Forthcoming, 3rd ed., June 2021.]
Cureton, P. (2017) Developing and using consultancy skills (e-book). London: CIPD Kogan Page.
Garden, A. (2016) The roles of organisation development. Abingdon: Routledge. Horn, R. (2009) The business skills handbook. London: CIPD Kogan Page.
Houghton, E. (2020) Strategic human resource management. Factsheet. London: Chartered Institute of Personnel and Development. Available at: www.cipd.co.uk/knowledge/strategy/hr/stra tegic-hrm-factsheet
Houghton, E. and Young, J. (2019) Organisational culture and cultural change. Factsheet. London: Chartered Institute of Personnel and Development. Available at: www.cipd.co.uk/knowledge/culture/working -environment/organisation-culture-change
Human Resources Available at: www.hrmagazine.co.uk/ People Management Available at: www.peoplemanagement.co.uk
Li, J. H., & Voola, R. Organisational culture and organisational performance: The mediating effects of managerial competence.
Personnel Today Available at: www.personneltoday.com/ Online resources
Sharp, S. and Green, M. (2020) Organisation development. Factsheet. London: Chartered Institute of Personnel and Development. Available at: www.cipd.co.uk/knowledge/strategy/organi sational-development/factsheet
Stewart, J. and Rogers, P. (eds) (2012) Developing people and organisations. London: CIPD Kogan Page.
Taylor, S. and Woodhams, C. (eds). (2016) Human resource management: people and organisations. 2nd ed. London: CIPD Kogan Page.
Thomas, M. (2004) High-performance consulting skills: the internal consultant’s guide to value-added performance. London: Thorogood.